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5
Social Indicators
Social Relations
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5.2.2. Absenteeism within the Group
Absenteeism by Reason
*
Absenteeism is defined as working days not worked, excluding paid
leave, training courses, trade union absences, exceptional and standard
leave and days of reduction in working time. Contract suspensions are
not counted in the table below. However, all cases of sick leave, including
long-term disability leave, have been included.
Days of absence are broken down by reason: illness, family reasons and
workplace accidents (including commuting accidents in countries where
this concept is recognized).
The category of “absence for other reasons” recognizes reasons reflecting
cultural differences and differences in local regulations within the group.
In particular, it covers absences for personal reasons, unpaid vacation
and unpaid leave, redundancies or unauthorized absence (whether paid
or unpaid), absence due to a child’s illness or a family event (excluding
maternity, paternity and adoption leave), and absences for examinations,
bereavements, and unjustified absences.
Absenteeism by Reason
(average days per employee)
GRI
UNGC
OECD
G4-LA6
-
V
Consolidated data
2014
2013
Absences for illness
4.46
4.31
Absences for family reasons
2.23
2.06
Absences for accidents
0.32
0.29
Absences for other reasons
(a)
3.32
(a)
2.50
*
This data includes GVT.
(a)
Excluding GVT (specific reasons related to local regulations governing
work organization), the group’s rate of absenteeism for “other
reasons” is 0.74 in 2014 and 0.40 in 2013.
Calculation method: the absenteeism rate is equal to the number of
days of absence divided by the average annual number of employees
for the year.
5.3. Social Relations
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5.3.1. Organization of Social Dialog
Social dialog takes place at all levels of the group. The Corporate Works
Committee and the European Social Dialog Committee (ESDC) enable
broad-ranging information and discussions on economic strategy and
the main policy objectives of Vivendi’s human resources policy (see
Section 3.1.2 of Chapter 2 of Annual Report 2014).
Within the subsidiaries, dialog and social discussion are organized in line
with the employment laws and regulations for each country, according
to guidelines given to the human resources policy of each business unit.
In France, under the June 14, 2013 Employment Security Act, the Canal+
Group and Universal Music France set up Economic and Social Databases
(ESDB) to make information available that would enable contributions to
be made to social dialog related to the company’s strategic guidelines
and their effect on business activity, employment, changing trends in
terms of jobs and skills, work organization and similar.
In 2015, this process will continue in all the group’s companies.
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5.3.2. Collective Bargaining Agreements
In 2014, 17 agreements or supplemental agreements were signed or
renewed. Among those agreements, the following can be cited as
representing ongoing social dialog within the group’s different business
units: the agreement on gender equality in the Canal+ Group, and the
Digitick flex-time agreement.
With its new agreement on employing disabled workers in effect
since January 1, 2014, and the signing on February 7, 2014 of its new
agreement on gender equality, the Canal+ Group is moving ahead with
its commitments to diversity and equal opportunity within the company.
The topics of gender equality and flex-time are raised every year by
Universal Music France in its mandatory annual negotiations.
To take into account the nature of its operations as a provider of services
linked to special events such as festivals, shows, sports events and
similar, in complying with the wishes of its employees, Digiticks has
indicated a desire to amend its current flexible work hours agreement
in order to give employees more freedom in managing their work hours
and their rest periods by means of, among other things, a time savings
account, thus responding to a wish expressed by its employees.
Agreements on medical costs and insurance were also signed by
Universal Music France and Vivendi to guarantee social protection and
protection of the interests of its employees in a context of new legal
restrictions.
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Non-Financial Indicators Handbook 2014